Managers

Generally, decisions regarding what equipment will be provided for teleworkers are made by the agency and individual manager consistent with the agency’s telework policy and applicable collective bargaining agreements. We encourage managers to familiarize themselves with these guidelines and also their agency’s policy on equipment. Within those constraints, the challenge is often finding the right balance between budget, security and effectiveness. Factors to consider include technology needs based on the work of the employee, agency security requirements, and budget constraints.
The General Services Administration (GSA) provides guidelines for implementing and operating telework and other alternative workplace programs through the efficient and effective use of information technology and telecommunication. Additionally, GSA provides basic recommendations for the equipment and support that an agency may provide teleworkers.
You can find more information in the GSA Guidelines for Alternative Workplace Arrangements. For more information about your agency equipment policy for telework, please consult your agency telework policy or telework coordinator.

Agency telework policies establish the basic guidelines for telework eligibility and the application process. Within this framework, managers and supervisors generally have discretion to implement telework to fit the business needs of their organizations. You can work with your telework coordinator to fully understand the relevant policies and procedures. If you are eligible by the terms of the policy and have followed proper procedures, your telework coordinator can help you write a business-based proposal to submit to your manager.

In conjunction with the requirements of the agency telework policy, the manager normally decides when and how often a teleworker is away from the office. Most teleworkers are not away from the office more than one or two days a week. And again, communication does not stop when the employee is teleworking. Instead, some of the face-to-face communication is replaced with the phone, email, videoconferencing and instant messaging.

Yes. Denials should be based on the requirements of the Telework Enhancement Act, individual agency telework policies, applicable collective bargaining agreements, and the business and operational needs of the organization. Remember, telework is not an employee right or entitlement. Although the intent of the Act is to promote the use of telework, agencies have the flexibility to determine participation based on the specific needs of the organization. Decisions to deny a request to telework should be based on sound business management principles and not for personal reasons.
Also, as a general rule, a manager’s denial of a telework request should follow some basic principles:

Be in writing

Provide an explanation

Be timely

Follow agency policies and procedures for denial/termination of telework requests

There is no current prohibition in Federal law or regulation that says an employee who engages in telework is not eligible to participate in an alternative work schedule. Agency telework policies establish the basic guidelines for telework eligibility. Within this framework, managers and supervisors generally have the discretion to implement telework to fit the business needs of the organization. For more information, please refer to your agency telework policy, contact your agency telework coordinator,or visit your agency HR Department.

Federal hiring authority and decisions are made at the individual agency level. The Governmentwide office for the Federal telework program does not maintain information about Federal job opportunities or a listing of Federal positions that are eligible for telework. As required by the Telework Enhancement Act, each Federal agency establishes its own telework program authorizing employees to telework, including determinations about eligibility.
For more information about Federal job opportunities please visit the USAJOBS website.

No. The language of the Telework Enhancement Act does not contain language that would lead us to revise our understanding that telework is a voluntary flexibility. In other words, an agency may not compel an employee to telework even if the duties of the position make that employee “telework eligible.” However, although entering into a telework arrangement is voluntary, once the employee is under such an arrangement, he/she may be required to telework outside of his/her normal work schedule in the case of a temporary emergency situation if that understanding has been clearly communicated by the agency to the teleworking employee in the written telework agreement. Also, it is important to remember the intent of the Act is to promote the use of telework so agencies and managers should make every effort to encourage employees and managers to telework as appropriate.

It is the employee's responsibility to maintain a clean, safe and productive home office environment. Depending on the requirements of the agency telework policy, a manager may ask the employee to complete a safety checklist self-certifying the home office is free from hazards. The checklist generally provides a description of the agreed upon alternative worksite or designated work area, a self-certifying assessment of its overall safety, and if signed, assumes compliance.
Government employees causing or suffering work-related injuries and/or damages at the alternative worksite are covered by the Military Personnel and Civilian Employees Claims Act, the Federal Tort Claims Act, or the Federal Employees’ Compensation Act (workers’ compensation), as appropriate. Managers should immediately investigate any reports of accidents or injuries on the job.

The key difference between the telework relationship and the in-office relationship is your manager cannot see what you are doing when you are working at home. It all comes down to trust. You can take a number of simple steps to earn your manager’s trust by:

Doing your best work

Completing work assignments on time

Pitching in to help when needed (it is important to continue to be a team player even when teleworking)

Volunteering for projects

Working independently without the need for close supervision

Keeping your supervisor and co-workers informed about what you are working on and what you have accomplished

When a telework program is implemented properly and the teleworker selection process is clear and objective, any possible negative effects on the morale and productivity of non-teleworkers can be minimized. It is important to clearly communicate to all employees that teleworkers are selected on the basis of their job functions and their work performance characteristics. It is also critical that an employee's telework arrangement does not increase other employees' workloads. When management does not handle the transition carefully, objectively and transparently, jealousy and resentment can arise from non-teleworkers who mistakenly believe that teleworkers are not really working. In other instances, co-workers are not interested in teleworking, but respect those who do. Managers need to ensure that all employees are treated equitably when it comes to expectations and performance, regardless of where they are working. Employees who telework more than two or three days per week should be encouraged to visit the office in order to maintain personal relationships with colleagues and supervisors. As with any organizational change or shift, communication is the key to its success!